Management development is a long-term educational process utilising a systematic and organised procedure by which managerial personnel get conceptual and theoretical knowledge. It refers not to technical knowledge and educational concepts, but rather to technical knowledge and operational skills. It involves a broader education approach aimed at fostering long-term development.
Employee empowerment refers to the enlargement of an employee’s job responsibility by giving him the authority of decision-making about his job without the approval of his immediate supervisor. It is the degree of authority and responsibility given to an employee.
The methods of recruitment used by companies play an important role in shaping their workforce and ultimately influencing their success. By understanding these methods, organizations can make informed decisions and optimize their recruitment strategies to successfully attract top talent.
Career planning is an important process that seeks to guide individuals in making informed decisions about their professional pathways. By establishing clear objectives of career planning, individuals can effectively navigate the ever-evolving job market and achieve success in their lives.
HR metrics refer to a system of data that is used to measure HR and its relationship and impacts on the company. HR metrics can focus on a variety of different specifics and can be used to help uncover areas that the HR department or other departments are excelling at or those areas that they need improvement in.
Succession planning is a process by which one or more successors are identified for key posts (or groups of similar key posts) and career moves and/or development activities are planned for these successors. Successors may be fairly ready to do the job (short-term successors) or seans as having longer-term potential (long-term successors).